There’s been a revival of discussion lately on popular forums, including LinkedIn, about the relevance of learning and development as a business entity within a company. Many L&D professionals lament they have been reduced to “order-taking."
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By completing a training needs analysis, you can identify the performance gap and figure out if training is the right solution.
Too often, companies automatically choose training rather than tackling the issue underlying the perceived need to train. It’s not easy, but deciding first what the core issue is can make a big difference.
Dumb questions, of course, aren’t really dumb questions. They are questions that no one else will ask. Unfortunately, if the questions aren’t asked, often, no one uncovers the real source of a problem.
“I suppose it is tempting, if the only tool you have is a hammer, to treat everything as if it were a nail,” Abraham Maslow, one of the pioneers in the psychology and training field, once said.
L&D holds an important position in an organization. The quality of the training that L&D creates must not only meet instructional design standards but also the standard of purpose, which we characterize as business or operational goals.
Managing people who manage others is not an easy task. Here are six tips to create management training that achieve the desired outcomes.
When Shakespeare’s Hamlet said, “To be or not to be, that is the question,” I’m sure Ophelia had not asked him to build her a two-hour e-learning training course to remedy Claudius’ and Polonias’ lack of interpersonal skills.
Just as important as understanding best practices is recognizing some elements that are critical not to do.
Human resources and L&D departments have key roles to play in leading the digital transformation at their organizations.